Disha Gupta
Employee Training Methods
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What Is On-the-Job Training? (+Benefits, Best Practices, & Methods)
- Published:
- Modified: September 4, 2024
There are countless employee training methods L&D teams can leverage to transfer institutional knowledge, drive skill development, and improve task mastery.
The traditional, classroom-based training method no longer meets the modern workforce’s requirements. Organizations require their employees to become productive quickly and make an instant impact. Providing immediate, practical training directly relevant to the employees’ job roles is crucial to building a skilled workforce.
On-the-job training (OJT) is a powerful method for developing employees’ skills directly within the work environment where they will apply them. This approach accelerates learning and helps reinforce knowledge retention as employees apply new skills in real-time.
In this article, we will learn more about on-the-job training and how you can implement this approach for your organization.
What Is On-the-Job Training?
On-the-job training (OJT) is a hands-on training method for employees to learn the skills, knowledge, and competencies needed to perform specific job tasks in their actual work environment. Rather than learning in a classroom setting, employees gain practical experience under the guidance of more experienced colleagues or supervisors while working on real tasks. This type of training allows them to apply what they learn immediately. It is an effective way to develop job-specific skills, improve productivity, and reduce the learning curve associated with new roles or responsibilities.
On-the-Job Training vs. Off-the-Job Training
Here are some of the most significant differences between on-the-job training and off the job training approaches.
Aspect | On-the-Job Training (OJT) | Off-the-Job Training |
Location | Conducted at the actual workplace | Conducted away from the workplace (e.g., in a classroom or training facility) |
Learning Method | Learning by doing; hands-on experience with real tasks | Theoretical learning; simulations, lectures, or role-playing exercises |
Trainer | Typically supervised by experienced colleagues or supervisors | Often conducted by professional trainers or external instructors |
Cost | Generally low cost, as it uses existing resources and facilities | Can be higher due to the costs of training materials, venues, and trainers |
Time Flexibility | Integrated into regular working hours | Requires dedicated time away from work duties |
Focus | Specific, task-oriented learning relevant to the job | Broad, covering multiple areas, including soft skills and theoretical knowledge |
Examples | Mentorship, job shadowing, apprenticeships, hands-on tasks | Workshops, seminars, conferences, classroom training |
Benefits of On-the-Job Training For Organizations
On-the-job training aims to provide hands-on experience and expeditious learning opportunities, which benefits organizations in various ways, including:
1. Direct application of skills
OJT allows employees to apply what they learn in a real work environment immediately. This hands-on approach ensures that the training directly relates to their roles and responsibilities, leading to faster skill acquisition and improved job performance.
2. Saves time and money
OJT is incredibly cost-effective compared to other L&D strategies since it uses existing company resources and personnel. There’s no need for external trainers, specialized training materials, or off-site facilities, which reduces overall training costs.
3. Customized and relevant training
OJT can be tailored to the specific needs of the organization and the individual employee. Training focuses on the tasks that employees will perform, making it more relevant and practical. This customization leads to higher engagement and better learning outcomes.
4. Boosts employee retention
Employees who receive practical on-the-job training are more likely to feel valued and engaged in their work. This sense of investment in their development can lead to increased job satisfaction and higher retention rates, reducing employee turnover costs.
5. Faster time-to-proficiency
With on-the-job training, new employees learn by experience and job shadowing their peers. This accelerates new hire time-to-proficiency, allowing new employees to make an impact within their first few weeks of employment.
6. Increased knowledge retention
The goal of any workplace training effort is the transfer of knowledge. Hands-on, active learning provides practical experience and personalized messaging that makes learning stick. Overall, this process increases engagement and equips employees to continuously acquire more skills and knowledge they can tap into as they work and grow as professionals.
Create personalized learning & training flows for your enterprise apps with Whatfix
Examples of On-the-Job Training In the Workplace
Here are a few examples of on-the-job training in the workplace.
1. Orientation
Employee orientation is the initial stage of on-the-job training, where new employees are introduced to the company’s culture, policies, and their specific roles. During orientation, employees are familiarized with the work environment, meet their team members, and receive an overview of the tools and resources they will use. This process often includes a tour of the workplace, presentations on company values and mission, and introductory sessions on job-specific procedures.
2. Job rotation
Job rotation involves employees moving between different roles or departments within the organization over a specified period. This allows them to better understand the company’s operations and develop diverse skills. Typically, employees spend a few weeks to several months in each role, performing actual job duties under the guidance of experienced colleagues.
3. Coaching
With coaching, learners are assigned to a specific trainer who guides them through learning activities, provides feedback, and adjusts the course as necessary. The coach provides personalized support throughout the process to improve learning outcomes and helps trainees emerge from the program ready to achieve their professional goals confidently.
4. Mentoring
Like coaching, mentorship involves pairing an employee with a superior or more experienced colleague. This is a more personal training relationship in which the trainer is responsible for the trainee’s longer-term success. This method gives the mentee the support and knowledge they need while helping the mentor develop instructional and leadership skills.
5. Internship
Internships are short-term work experiences where students or recent graduates work professionally to gain practical experience. Interns typically work on real projects under the supervision of experienced professionals, applying their academic knowledge in a real-world context. Internships often include on-the-job training and formal education, such as workshops or seminars.
6. Simulated sandbox training
Simulated sandbox training provides a risk-free environment where employees can practice skills and test processes without impacting operations. This method often uses virtual simulations or specialized software to create realistic scenarios that employees might encounter on the job. Sandbox training allows employees to experiment, make mistakes, and learn from them, which builds confidence and competence before applying their skills in the workplace.
Whatfix Mirror is one such application simulation software builder that provides interactive, replica sandbox environments of any web application for hands-on end-user training.
PRO TIP
With Whatfix Mirror, IT teams and L&D leaders can quickly create replicate sandbox environments of any web application to provide hands-on training to new employees. Create in-app guided experiences like Flows and Task Lists that walk new end-users through your application’s workflows and their contextual tasks to drive proficiency, knowledge acquisition, and task mastery.
7. Apprenticeships
Apprenticeships combine on-the-job training with formal education over an extended period. Apprentices work under the guidance of skilled professionals, learning a trade or profession while earning a wage. Apprenticeships typically involve a mix of hands-on work and classroom instruction to develop highly skilled workers in specific trades or professions.
Best Practices For Conducting On-the-Job Training
Here are a few best practices to follow while implementing the on-the-job training program for your organization.
1. Set clear objectives
Establishing clear objectives is crucial for the success of any on-the-job training program. These objectives should define what the trainee is expected to learn and achieve by the end of the training.
Before the training program begins, outline SMART —specific, measurable, achievable, relevant, and time-bound goals related to the skills and knowledge the employee should acquire. These goals must be aligned with the overall business objectives.
2. Seek out potential trainers
The success of on-the-job training depends heavily on the trainers providing it, so it is essential to identify trainers who are exceptionally skilled at the topic, willing to share their expertise, and have the necessary communication skills.
These employees must be more senior than their trainees but don’t necessarily need to be managers. Consider providing them with additional training on coaching and mentoring others effectively.
3. Automate the learning process
To further facilitate OJT, it is essential to determine which aspects of training can be facilitated by automated or ready-made instructional materials. This might prompt the integration of virtual training methods such as learning management systems (LMS), digital adoption platforms (DAP), or other software to automate tasks such as assigning training modules, monitoring completion rates, and providing digital resources. Automation allows trainers to focus more on interactive and personalized aspects of training.
Whatfix DAP enables you to create automated training flows built directly into your software or enterprise applications – allowing employees to learn in the flow of work. Learning is enabled via embedded training materials such as in-app guidance, interactive walkthroughs, videos, and self-help menus that can be easily accessed while working on the application.
Software clicks better with Whatfix's digital adoption platform
Enable your employees with in-app guidance, self-help support, process changes alerts, pop-ups for department announcements, and field validations to improve data accuracy.
4. Personalize training material
Personalized training material ensures that the training is relevant to the specific needs of the employee and their role.
Conduct assessments to understand the trainee’s existing knowledge and skills. Use this information to adapt the training material, focusing on areas where the employee needs the most development. Incorporate real-world scenarios that are relevant to the employee’s daily tasks.
5. Regularly evaluate the program
L&D teams must implement a mechanism for monitoring the effectiveness of their on-the-job training program. Using post-training surveys, assessments, and department metrics, data can be collected to determine necessary improvements and areas where OJT can be emphasized to maximize training outcomes.
6. Get feedback
To ensure the success of your OJT initiatives, incorporate feedback solicitation mechanisms into the training process to understand how well trainees are learning and how they feel as they move through the process.
This provides insight into the dynamics of trainer-trainee relationships, learners’ progress, and even how the training processes can be improved. This feedback must be used to adjust training programs, reward effective trainers, and prompt intervention where necessary.
Challenges Of On-the-Job Training
Here are some of the most common challenges you might encounter while implementing on-the-job training for your organization.
1. Balancing training with productivity
Since OJT occurs during regular work hours, it can temporarily reduce the productivity of both the trainer and the trainee. Trainers must allocate time to teach and supervise, which can detract from their regular duties. Meanwhile, trainees, who are still learning, may take longer to complete tasks or require more supervision, further impacting overall productivity.
2. Ensuring consistency in training
Since OJT often depends on individual trainers, there can be variations in the quality and content of the training delivered. This inconsistency can lead to employee skills and knowledge disparities, which can affect overall team performance.
3. Addressing skill gaps
On-the-job training is designed to help employees develop the skills they need for their specific roles. However, identifying and addressing skill gaps during OJT can be challenging, especially if the gaps are not immediately apparent or the training is not sufficiently tailored to the individual’s needs. If skill gaps are not effectively addressed, it can lead to decreased performance, lower confidence, and increased frustration for the employee and the organization.
4. Managing the learning curve
Every employee has a different learning curve when mastering new skills or adapting to new roles. Managing this learning curve during OJT can be challenging, especially when employees are expected to become proficient while performing their regular duties quickly. A steep learning curve can result in stress, errors, and decreased confidence, negatively impacting the employee’s development and overall team performance.
Enable On-the-Job Training with Whatfix
On-the-job training is a powerful method for developing employee skills directly within the work environment, leading to immediate application and improved retention of knowledge. However, effectively implementing and managing OJT can be challenging, particularly when balancing productivity, ensuring consistency, and addressing individual learning curves.
This is where Whatfix can make a significant difference. Whatfix’s digital adoption platform enables seamless on-the-job training by providing in-app guidance, personalized learning experiences, and real-time support embedded directly within the application or software. With Whatfix, organizations can empower their employees to learn as they work, ensuring that training is both efficient and effective, ultimately leading to enhanced performance and better business outcomes.
To learn more about Whatfix, schedule a free demo with us today!
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